On behalf of a partner company, Nordic Investin is looking for a Human Resources Manager. You want an HR leadership role close enough to the business to see whether the advice works. The partner needs a commercially grounded HR manager to lead local people priorities and support leaders across the employee lifecycle. You will balance daily operational demands with capability building, workforce planning and consistent implementation of the broader people strategy. The partner expects HR leadership to stay close to operational reality while shaping longer term capability. Advice should help leaders act, strengthen organisational trust and remain consistent when pressure or competing priorities increase. How you will work You will work close to leaders and remain visible to the wider organisation. The role requires sound judgement about when to coach, when to challenge and when a formal process must take priority. Commitments should be followed through and difficult messages should remain clear and respectful. As a manager, you will balance delivery, professional standards and development of the people around you. The partner expects clear priorities, timely decisions and leadership that remains present when work becomes sensitive or operationally difficult. You will be accountable for both outcomes and the environment used to achieve them. What you will do Lead delivery of the local people plan. Coach managers on organisation, performance and employee relations. Drive workforce planning and capability priorities. Ensure reliable HR operations, policy application and compliance. Partner with specialist HR functions on recruitment, reward and development. Use workforce insight to influence business decisions. What you will bring Broad HR management or senior HR business partner experience. Strong employee relations and employment law knowledge. Evidence of independent manager coaching. Ability to connect people priorities with operational performance. Experience leading projects and managing competing demands. Professional Swedish and English. Experience that would add value Line management of HR specialists or administrators. Manufacturing, logistics or another operational environment. Nordic or international matrix organisation experience. A background that can succeed here You may already be an HR manager or a senior HR business partner ready for broader ownership. The role suits someone who can handle a complex case in the morning, challenge a workforce assumption in the afternoon and still protect time for longer term improvement. What makes the opportunity interesting You will have a clear mandate, direct access to business leadership and the chance to make HR visible through practical value. The partner wants a trusted leader who can create consistency without becoming remote from employees and managers. The exact partner, employment model, compensation, start date and working arrangement will be explained openly during the process. Nordic Investin will make sure you understand the context, expectations and decision path before you are asked to commit significant time. The recruitment conversation During the process, Nordic Investin will focus on concrete decisions you have made: the context you received, the alternatives you considered, the result you observed and what you would change today. You do not need every optional credential if your core experience transfers and you can explain how you would close the gap. How to apply Apply with your CV or LinkedIn profile and a short note describing the most relevant organisation, service, project or financial process you have helped improve. Nordic Investin welcomes candidates with different routes into the profession and assesses applicants on relevant capability, judgement and potential.

Nordic Investin is recruiting an Organisational Development Specialist on behalf of one of our partner companies. You help organisations change the way work actually happens, not only the boxes on an organisation chart. The partner is evolving structures, leadership practices and collaboration across several functions. You will diagnose organisational friction, facilitate difficult design choices and help leaders translate a desired operating model into behaviours, governance and capability. The people function is expected to combine a strong employee experience with reliable judgement, usable processes and respect for sensitive information. Success will be visible in the quality of decisions, not simply the volume of activity completed. How you will work You will work with managers, employees and specialist colleagues who bring different perspectives and time pressures. The partner values early questions, careful documentation and communication that is direct without becoming impersonal. You will be expected to improve the process while continuing to deliver it. As a senior colleague, you will own substantial outcomes and help others make stronger decisions. You are expected to recognise risk early, communicate it without drama and move work forward with practical alternatives. Seniority here means broader judgement and follow through, not distance from delivery. What you will do Conduct organisational diagnostics using qualitative and quantitative evidence. Facilitate operating model and organisation design work. Clarify roles, decision rights and collaboration interfaces. Support leadership teams through implementation and adoption. Design interventions for culture, capability and team effectiveness. Measure whether changes improve outcomes rather than activity. What you will bring Experience in organisation development, transformation or management consulting. Strong facilitation and stakeholder alignment skills. Understanding of organisation design and change principles. Ability to work with ambiguity without creating vague outputs. Confidence advising senior leaders. Professional English and excellent written synthesis. Experience that would add value Psychology, behavioural science or organisation design education. Post merger integration or large scale transformation. Team effectiveness diagnostics and coaching. A background that can succeed here You may have worked in internal organisational development, strategy, HR transformation or consulting. The strongest fit will be someone who can move between listening and challenge, connect structure with behaviour and leave leaders with decisions they can implement. What makes the opportunity interesting The partner offers complex questions with visible consequences and enough sponsorship to act on the answers. You will influence how accountability, collaboration and leadership work across the organisation. The exact partner, employment model, compensation, start date and working arrangement will be explained openly during the process. Nordic Investin will make sure you understand the context, expectations and decision path before you are asked to commit significant time. The recruitment conversation During the process, Nordic Investin will focus on concrete decisions you have made: the context you received, the alternatives you considered, the result you observed and what you would change today. You do not need every optional credential if your core experience transfers and you can explain how you would close the gap. How to apply Apply with your CV or LinkedIn profile and a short note describing the most relevant organisation, service, project or financial process you have helped improve. Nordic Investin welcomes candidates with different routes into the profession and assesses applicants on relevant capability, judgement and potential.

One of Nordic Investin’s partner companies is looking for an Employee Relations Specialist, with Nordic Investin leading the recruitment process. You bring calm structure to sensitive cases where the facts, the law and the human consequences all matter. The partner needs experienced support for complex employee relations matters across managers and business units. You will guide investigations, performance cases, rehabilitation, reorganisations and union dialogue while helping leaders act consistently and document decisions properly. The people function is expected to combine a strong employee experience with reliable judgement, usable processes and respect for sensitive information. Success will be visible in the quality of decisions, not simply the volume of activity completed. How you will work You will work with managers, employees and specialist colleagues who bring different perspectives and time pressures. The partner values early questions, careful documentation and communication that is direct without becoming impersonal. You will be expected to improve the process while continuing to deliver it. As a senior colleague, you will own substantial outcomes and help others make stronger decisions. You are expected to recognise risk early, communicate it without drama and move work forward with practical alternatives. Seniority here means broader judgement and follow through, not distance from delivery. What you will do Advise managers on complex employee relations cases. Plan and conduct fair workplace investigations. Support performance, conduct and rehabilitation processes. Prepare documentation and risk assessments for organisational change. Coordinate consultation and negotiation with employee representatives. Identify recurring case themes and strengthen manager guidance. What you will bring Substantial employee relations or labour law experience. Sound knowledge of Swedish employment practice. Ability to manage sensitive cases independently. Strong investigation, documentation and judgement skills. Confidence coaching managers through difficult conversations. Professional Swedish and English. Experience that would add value Experience in a unionised or industrial environment. Reorganisation and redundancy processes. Work across several legal entities or Nordic countries. A background that can succeed here Your experience may come from an HR business partner role, an employee relations team, labour law consulting or a complex operational organisation. You combine procedural discipline with the ability to listen, challenge assumptions and keep a case moving. What makes the opportunity interesting The work is meaningful because your judgement affects both individuals and organisational trust. You will join colleagues who value early advice, proportionate action and solutions that remain defensible after the immediate pressure has passed. The exact partner, employment model, compensation, start date and working arrangement will be explained openly during the process. Nordic Investin will make sure you understand the context, expectations and decision path before you are asked to commit significant time. The recruitment conversation During the process, Nordic Investin will focus on concrete decisions you have made: the context you received, the alternatives you considered, the result you observed and what you would change today. You do not need every optional credential if your core experience transfers and you can explain how you would close the gap. How to apply Apply with your CV or LinkedIn profile and a short note describing the most relevant organisation, service, project or financial process you have helped improve. Nordic Investin welcomes candidates with different routes into the profession and assesses applicants on relevant capability, judgement and potential.

Nordic Investin has been engaged by a partner company to find a People Analytics Specialist. You can turn workforce data into a decision, and you know when the available data is not strong enough to support one. The partner wants a clearer view of workforce capacity, movement, skills, engagement and organisational health. You will build trusted analysis, improve definitions and help HR and business leaders use people data without losing context or privacy. The people function is expected to combine a strong employee experience with reliable judgement, usable processes and respect for sensitive information. Success will be visible in the quality of decisions, not simply the volume of activity completed. How you will work You will work with managers, employees and specialist colleagues who bring different perspectives and time pressures. The partner values early questions, careful documentation and communication that is direct without becoming impersonal. You will be expected to improve the process while continuing to deliver it. As a specialist, you will own a defined professional area and be trusted to move work forward independently. You are expected to recognise when a question requires wider expertise, explain recommendations clearly and improve the methods or tools used by colleagues around you. What you will do Develop dashboards for workforce trends and key people measures. Create consistent definitions across HR data sources. Analyse retention, recruitment, absence and capacity patterns. Support workforce planning with scenario based analysis. Improve data quality, access controls and documentation. Present findings with clear limitations and practical implications. What you will bring Experience in people analytics, workforce planning or HR reporting. Strong Excel and data visualisation capability. Ability to clean, reconcile and interpret imperfect datasets. Understanding of privacy and responsible use of employee data. Confidence presenting analysis to non technical stakeholders. Professional English and precise written communication. Experience that would add value Power BI, Tableau, SQL or Python. Predictive workforce analysis. Experience connecting HR and financial planning data. A background that can succeed here You may come from HR, business intelligence, finance or analytics consulting. We care less about one tool and more about whether you can define the question, test the data and resist turning a correlation into a confident story without evidence. What makes the opportunity interesting You will help move workforce discussions from instinct to informed judgement. The partner offers access to consequential questions and room to build an analytics practice that leaders return to because it is useful and trustworthy. The exact partner, employment model, compensation, start date and working arrangement will be explained openly during the process. Nordic Investin will make sure you understand the context, expectations and decision path before you are asked to commit significant time. The recruitment conversation During the process, Nordic Investin will focus on concrete decisions you have made: the context you received, the alternatives you considered, the result you observed and what you would change today. You do not need every optional credential if your core experience transfers and you can explain how you would close the gap. How to apply Apply with your CV or LinkedIn profile and a short note describing the most relevant organisation, service, project or financial process you have helped improve. Nordic Investin welcomes candidates with different routes into the profession and assesses applicants on relevant capability, judgement and potential.

On behalf of a partner company, Nordic Investin is looking for an HR Operations Specialist. You like the point where employee experience, reliable process and accurate data meet. The partner is simplifying core HR administration across the employee lifecycle. You will improve how contracts, changes, onboarding, leave and offboarding are handled while making it easier for employees and managers to get correct answers quickly. The people function is expected to combine a strong employee experience with reliable judgement, usable processes and respect for sensitive information. Success will be visible in the quality of decisions, not simply the volume of activity completed. How you will work You will work with managers, employees and specialist colleagues who bring different perspectives and time pressures. The partner values early questions, careful documentation and communication that is direct without becoming impersonal. You will be expected to improve the process while continuing to deliver it. As a specialist, you will own a defined professional area and be trusted to move work forward independently. You are expected to recognise when a question requires wider expertise, explain recommendations clearly and improve the methods or tools used by colleagues around you. What you will do Manage and improve employee lifecycle administration. Prepare employment documentation and coordinate approved changes. Maintain accurate HR master data and document controls. Resolve employee and manager queries with clear ownership. Standardise workflows and service level expectations. Identify recurring errors and automate suitable process steps. What you will bring Experience in HR administration or people operations. Strong process discipline and attention to detail. Knowledge of employment documentation and data privacy. Confidence working in HR systems and spreadsheets. Service oriented communication with employees and managers. Professional English; Swedish is valuable for local documentation. Experience that would add value Experience with Workday, SuccessFactors, CatalystOne or similar. Payroll interface and data reconciliation. Shared service or multi entity HR operations. A background that can succeed here Your background may be HR coordination, payroll support, a people service centre or office operations with substantial employee administration. You take pride in accurate work, but you also notice when a process creates avoidable questions and know how to improve it. What makes the opportunity interesting The role provides broad visibility across the employee journey and a practical mandate to make everyday HR work smoother. Your improvements will be felt in fewer errors, faster answers and greater confidence in the underlying data. The exact partner, employment model, compensation, start date and working arrangement will be explained openly during the process. Nordic Investin will make sure you understand the context, expectations and decision path before you are asked to commit significant time. The recruitment conversation During the process, Nordic Investin will focus on concrete decisions you have made: the context you received, the alternatives you considered, the result you observed and what you would change today. You do not need every optional credential if your core experience transfers and you can explain how you would close the gap. How to apply Apply with your CV or LinkedIn profile and a short note describing the most relevant organisation, service, project or financial process you have helped improve. Nordic Investin welcomes candidates with different routes into the profession and assesses applicants on relevant capability, judgement and potential.

Nordic Investin is recruiting a Compensation and Benefits Specialist on behalf of one of our partner companies. You can make reward decisions clearer, fairer and more commercially grounded without pretending every case is simple. The partner is reviewing salary structures, benefits and annual reward processes across a growing organisation. You will combine data analysis, policy judgement and stakeholder advice to improve consistency while respecting market conditions and local requirements. The people function is expected to combine a strong employee experience with reliable judgement, usable processes and respect for sensitive information. Success will be visible in the quality of decisions, not simply the volume of activity completed. How you will work You will work with managers, employees and specialist colleagues who bring different perspectives and time pressures. The partner values early questions, careful documentation and communication that is direct without becoming impersonal. You will be expected to improve the process while continuing to deliver it. As a specialist, you will own a defined professional area and be trusted to move work forward independently. You are expected to recognise when a question requires wider expertise, explain recommendations clearly and improve the methods or tools used by colleagues around you. What you will do Support salary review, bonus and incentive processes. Benchmark roles and interpret external market data. Evaluate job levels, pay structures and internal equity. Prepare decision material for leaders and HR colleagues. Develop clear reward policies, guidance and employee communication. Monitor benefit usage, supplier performance and programme cost. What you will bring Experience in compensation, benefits or broader reward work. Strong analytical skills and advanced spreadsheet capability. Understanding of job evaluation and salary benchmarking. Ability to handle sensitive information with discretion. Clear communication with HR, finance and leaders. Professional English and careful attention to detail. Experience that would add value Experience with Mercer, Willis Towers Watson or comparable data. International reward structures. HRIS implementation or reward module experience. A background that can succeed here You may have specialised early in reward or developed from HR analytics, payroll, consulting or finance. The partner is open to different routes if you can distinguish a useful benchmark from a misleading average and explain recommendations in plain language. What makes the opportunity interesting Your analysis will shape decisions people care deeply about. The role offers meaningful influence over reward principles, better tools for managers and a chance to build trust through transparent, defensible practice. The exact partner, employment model, compensation, start date and working arrangement will be explained openly during the process. Nordic Investin will make sure you understand the context, expectations and decision path before you are asked to commit significant time. The recruitment conversation During the process, Nordic Investin will focus on concrete decisions you have made: the context you received, the alternatives you considered, the result you observed and what you would change today. You do not need every optional credential if your core experience transfers and you can explain how you would close the gap. How to apply Apply with your CV or LinkedIn profile and a short note describing the most relevant organisation, service, project or financial process you have helped improve. Nordic Investin welcomes candidates with different routes into the profession and assesses applicants on relevant capability, judgement and potential.

One of Nordic Investin’s partner companies is looking for a Learning and Development Specialist, with Nordic Investin leading the recruitment process. You design learning that changes how people work, not training calendars that merely look complete. The partner is developing capability across managers, specialists and operational teams. You will identify real performance needs, design practical learning journeys and create follow up that shows whether new knowledge is being applied in the workplace. The people function is expected to combine a strong employee experience with reliable judgement, usable processes and respect for sensitive information. Success will be visible in the quality of decisions, not simply the volume of activity completed. How you will work You will work with managers, employees and specialist colleagues who bring different perspectives and time pressures. The partner values early questions, careful documentation and communication that is direct without becoming impersonal. You will be expected to improve the process while continuing to deliver it. As a specialist, you will own a defined professional area and be trusted to move work forward independently. You are expected to recognise when a question requires wider expertise, explain recommendations clearly and improve the methods or tools used by colleagues around you. What you will do Analyse capability gaps with leaders and subject matter experts. Design blended learning journeys and practical development activities. Facilitate workshops for varied professional audiences. Source and manage external learning partners when needed. Build evaluation methods beyond attendance and satisfaction. Improve learning governance, content ownership and accessibility. What you will bring Professional experience in learning and organisational development. Strong instructional design and facilitation skills. Ability to connect learning activity with business outcomes. Experience managing several programmes and stakeholders. Confidence using digital learning platforms. Professional English and clear written communication. Experience that would add value Leadership development or academy design. Learning analytics and skills frameworks. Experience in a regulated or operational environment. A background that can succeed here Your route may include HR, education, consulting, operational training or organisational development. You are comfortable asking whether training is actually the answer and can propose coaching, practice, process or manager support when those interventions will work better. What makes the opportunity interesting You will have space to improve both individual programmes and the system around them. The partner wants learning that people can use on Monday morning and leaders can defend as a serious investment. The exact partner, employment model, compensation, start date and working arrangement will be explained openly during the process. Nordic Investin will make sure you understand the context, expectations and decision path before you are asked to commit significant time. The recruitment conversation During the process, Nordic Investin will focus on concrete decisions you have made: the context you received, the alternatives you considered, the result you observed and what you would change today. You do not need every optional credential if your core experience transfers and you can explain how you would close the gap. How to apply Apply with your CV or LinkedIn profile and a short note describing the most relevant organisation, service, project or financial process you have helped improve. Nordic Investin welcomes candidates with different routes into the profession and assesses applicants on relevant capability, judgement and potential.

Nordic Investin has been engaged by a partner company to find an Employer Branding Specialist. You can turn the reality of working somewhere into a story that attracts attention without becoming polished corporate fiction. The partner wants to strengthen its position in competitive talent markets. You will connect employee insight, recruitment needs and communications expertise to create employer branding that is distinctive, useful and credible across campaigns, events and everyday candidate touchpoints. The people function is expected to combine a strong employee experience with reliable judgement, usable processes and respect for sensitive information. Success will be visible in the quality of decisions, not simply the volume of activity completed. How you will work You will work with managers, employees and specialist colleagues who bring different perspectives and time pressures. The partner values early questions, careful documentation and communication that is direct without becoming impersonal. You will be expected to improve the process while continuing to deliver it. As a specialist, you will own a defined professional area and be trusted to move work forward independently. You are expected to recognise when a question requires wider expertise, explain recommendations clearly and improve the methods or tools used by colleagues around you. What you will do Develop employer value proposition content grounded in employee insight. Plan targeted campaigns for priority talent groups. Create editorial content across social, career and recruitment channels. Partner with recruiters and communications teams on consistent messaging. Measure campaign reach, engagement and candidate conversion. Equip employees and leaders to represent the organisation authentically. What you will bring Experience in employer branding, recruitment marketing or communications. Strong editorial judgement and content production skills. Ability to turn research into clear audience propositions. Experience coordinating agencies or creative partners. Working knowledge of campaign analytics. Professional English and confident stakeholder communication. Experience that would add value Video, photography or paid social campaign experience. Work with technical or hard to reach audiences. Swedish copywriting capability. A background that can succeed here You may come from talent acquisition, marketing, internal communications or an agency. We are interested in your ability to find the honest differentiators, choose the right channels and protect coherence when several teams want to tell different versions of the same story. What makes the opportunity interesting This is an opportunity to build recognition over time rather than chase isolated impressions. Your work will influence who notices the partner, who applies and whether the experience after application matches the promise. The exact partner, employment model, compensation, start date and working arrangement will be explained openly during the process. Nordic Investin will make sure you understand the context, expectations and decision path before you are asked to commit significant time. The recruitment conversation During the process, Nordic Investin will focus on concrete decisions you have made: the context you received, the alternatives you considered, the result you observed and what you would change today. You do not need every optional credential if your core experience transfers and you can explain how you would close the gap. How to apply Apply with your CV or LinkedIn profile and a short note describing the most relevant organisation, service, project or financial process you have helped improve. Nordic Investin welcomes candidates with different routes into the profession and assesses applicants on relevant capability, judgement and potential.

On behalf of a partner company, Nordic Investin is looking for a Senior Recruiter Technology and Digital. You enjoy searches where the market is narrow, the terminology matters and credibility is earned in the first conversation. The partner is hiring across software, data, cloud and digital product teams. You will build targeted pipelines, advise leaders on realistic profiles and create a recruitment process that respects experienced candidates while giving the business enough evidence to make strong decisions. The people function is expected to combine a strong employee experience with reliable judgement, usable processes and respect for sensitive information. Success will be visible in the quality of decisions, not simply the volume of activity completed. How you will work You will work with managers, employees and specialist colleagues who bring different perspectives and time pressures. The partner values early questions, careful documentation and communication that is direct without becoming impersonal. You will be expected to improve the process while continuing to deliver it. As a senior colleague, you will own substantial outcomes and help others make stronger decisions. You are expected to recognise risk early, communicate it without drama and move work forward with practical alternatives. Seniority here means broader judgement and follow through, not distance from delivery. What you will do Own senior technology and digital recruitment from briefing to close. Map talent markets and build proactive candidate pipelines. Write clear candidate facing role narratives. Assess technical careers alongside subject matter experts. Coach managers on interview quality and decision discipline. Track funnel health and adjust searches using evidence. What you will bring Strong recruitment experience in technology or digital disciplines. Advanced sourcing and market mapping skills. Ability to understand complex career histories. Experience influencing senior hiring stakeholders. Professional English and confident candidate communication. Sound judgement around confidentiality and candidate data. Experience that would add value Executive search or international recruitment. Recruiting for product, engineering or data organisations. Employer branding collaboration. A background that can succeed here Your background may be agency, executive search, embedded recruitment or an internal talent acquisition function. You do not need to be an engineer, but you should be able to hold a precise conversation about scope, seniority and the difference between adjacent technical profiles. What makes the opportunity interesting You will work on visible hires with room to shape both the search and the process. The partner values recruiters who bring market truth, protect candidate trust and help leaders make decisions before good people disappear. The exact partner, employment model, compensation, start date and working arrangement will be explained openly during the process. Nordic Investin will make sure you understand the context, expectations and decision path before you are asked to commit significant time. The recruitment conversation During the process, Nordic Investin will focus on concrete decisions you have made: the context you received, the alternatives you considered, the result you observed and what you would change today. You do not need every optional credential if your core experience transfers and you can explain how you would close the gap. How to apply Apply with your CV or LinkedIn profile and a short note describing the most relevant organisation, service, project or financial process you have helped improve. Nordic Investin welcomes candidates with different routes into the profession and assesses applicants on relevant capability, judgement and potential.

Nordic Investin is recruiting a Talent Acquisition Partner on behalf of one of our partner companies. You know that excellent recruitment is equal parts judgement, pace and a candidate experience people remember for the right reasons. The partner is strengthening recruitment across several professional areas and needs someone who can take ownership from intake to accepted offer. You will advise hiring managers, challenge unclear requirements and build credible searches in markets where the strongest candidates are rarely waiting for an advertisement. The people function is expected to combine a strong employee experience with reliable judgement, usable processes and respect for sensitive information. Success will be visible in the quality of decisions, not simply the volume of activity completed. How you will work You will work with managers, employees and specialist colleagues who bring different perspectives and time pressures. The partner values early questions, careful documentation and communication that is direct without becoming impersonal. You will be expected to improve the process while continuing to deliver it. As a specialist, you will own a defined professional area and be trusted to move work forward independently. You are expected to recognise when a question requires wider expertise, explain recommendations clearly and improve the methods or tools used by colleagues around you. What you will do Lead end to end recruitment across specialist and leadership positions. Translate business needs into focused role profiles and search strategies. Source and engage relevant candidates through several channels. Run structured interviews and evidence based selection. Manage stakeholders, candidate communication and offer processes. Use recruitment data to improve speed, quality and conversion. What you will bring Several years of full cycle recruitment experience. Strong sourcing and candidate assessment capability. Confidence advising demanding hiring managers. Experience managing several searches without losing quality. Clear written and spoken English. A structured and inclusive approach to selection. Experience that would add value Recruitment within technology, industry or professional services. Experience with an applicant tracking system and recruitment analytics. Swedish language skills. A background that can succeed here You may come from an in house talent team, a search firm or a consultancy where you have combined delivery with close stakeholder advice. What matters is that you can explain how you found difficult profiles, assessed them fairly and kept momentum when priorities changed. What makes the opportunity interesting The role offers real ownership rather than coordination from the sidelines. You will influence who joins the organisation, how managers recruit and what candidates say about the process after it ends. The exact partner, employment model, compensation, start date and working arrangement will be explained openly during the process. Nordic Investin will make sure you understand the context, expectations and decision path before you are asked to commit significant time. The recruitment conversation During the process, Nordic Investin will focus on concrete decisions you have made: the context you received, the alternatives you considered, the result you observed and what you would change today. You do not need every optional credential if your core experience transfers and you can explain how you would close the gap. How to apply Apply with your CV or LinkedIn profile and a short note describing the most relevant organisation, service, project or financial process you have helped improve. Nordic Investin welcomes candidates with different routes into the profession and assesses applicants on relevant capability, judgement and potential.